The Smoothest Candidate is Not Necessarily the Best

You’re interviewing candidates for an office manager role: One candidate has excellent skills but seems anxious and quiet during the interview. The other has less robust skills but is charming and charismatic. What would you do? 

Many hiring managers would pick the charismatic candidate because they feel more of a connection with that person. Although doing so would be natural,  it wouldn’t necessarily be the best decision. 

Don’t overlook  ‘diamonds in the rough’

The most polished interviewee isn’t always the strongest candidate. The individual could be someone who has participated in lots of job interviews or simply possess more outward confidence. Unless you are hiring for a role in which charisma and strong presentation skills are necessary — think sales or senior leadership roles — you don’t want to discount a less confident candidate. 

As a career coach, I work with talented people to help them prepare for job interviews. For many, it’s the first time they are interviewing in years, so they are out of practice. Often, these job seekers are coming from a situation that has shaken their confidence such as a layoff or toxic work environment. Some feel uncomfortable having to “sell” themselves during these meetings. Others fear that they will look foolish by being unable to answer tricky questions (e.g., how many golf balls can you fit in a school bus?). Given all of these factors, it’s not abnormal for anxiety to be present during a job interview.

Aim to make everyone more comfortable

As a hiring manager, putting candidates at ease can help you better understand them. The more comfortable people are, the more likely they are to let their guards down and allow their true personality shine through. Here are some tips that can help you set the stage for a productive interview: 

• Greet them warmly. Whether hosting a video or in-person interview, begin each interview with a genuine smile and convey appreciation for their time. 

• Start with small talk. Ask the candidate a few easy questions, such as “how was your ride over?” or “how is your day going?” 

• Give them a lay of the land. Take time to explain your role in the organization, and in the hiring process. This will give the job seeker time to acclimate and frame their answers based on your interests. 

• Toss out softball questions. Kick off the interview with queries they will be expecting, such as “tell me a little bit about your professional history.” 

• Give it a beat. Resist the urge to rush candidates who may be slow at formulating their thoughts. Likewise, do not immediately ask another question once the interviewee has stopped talking. Slowing the pace of the conversation can give space for candidates to deepen their response and share more about themselves.

Although “smooth operators” can be very captivating during a job interview, don’t overlook highly skilled candidates who may be less polished interviewees. Taking steps to ease tension during a job interview can enable you to get a more authentic sense of the person you are meeting with and make the best hiring decision for your business.

Note: This article is a reprint of my monthly "Career Corner" column that appears in "The Luminary," the city of Brisbane's business and community journal.